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  5. When A Grievance Has Been Lodged
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  2. Knowledge Base
  3. Local Union Presidents and VP's
  4. Stewards Guide
  5. When A Grievance Has Been Lodged

Keep to specified time limits for filing of grievances and appeals. See that the employer replies within the time limits. If they do not answer within the time limits, go forward to the next step, noting on the grievance that the employer missed the limits.

Keep the member informed at all stages as to the progress of his or her grievance.

See that there is a written reply for every written grievance. Sometimes the employer will try to avoid giving a written answer. Insist they do.

Keep the union fact sheet or investigation file separate from the grievance form. The fact sheet gives details of the member’s past record, like warning notices and attendance. It should also include names and addresses of witnesses. The employer should only receive the official grievance form.

A file of grievances and replies should be maintained in the union office. It provides information absolutely necessary for arbitration proceedings and a source of information for the bargaining committee about what
contract clauses need to be rewritten and how.

Keep to specified time limits for filing of grievances and appeals. See that the employer replies within the time limits. If they do not answer within the time limits, go forward to the next step, noting on the grievance that the employer missed the limits.

Keep the member informed at all stages as to the progress of his or her grievance.

See that there is a written reply for every written grievance. Sometimes the employer will try to avoid giving a written answer. Insist they do.

Keep the union fact sheet or investigation file separate from the grievance form. The fact sheet gives details of the member’s past record, like warning notices and attendance. It should also include names and addresses of witnesses. The employer should only receive the official grievance form.

A file of grievances and replies should be maintained in the union office. It provides information absolutely necessary for arbitration proceedings and a source of information for the bargaining committee about what contract clauses need to be rewritten and how.

What not to do…

NEVER take on any of the roles of management.

NEVER pass the buck or make promises to members that you cannot keep.

NEVER trade grievances with management. Each grievance must stand or fall on its own merit.

NEVER turn down a grievance on the grounds the local union does not have the funds to fight it.

NEVER play favourites or politics with the grievance procedure.

NEVER process a trumped up or a phony grievance. To do so would only build false hope and ruin your credibility with management.

DOWNLOAD THE STEWARDS GUIDE IN PDF FORMAT

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